ROSE-HULMAN POLICY FOR CIVIL RIGHTS
EQUITY FOR ALL FACULTY, STUDENTS, AND
EMPLOYEES
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POLICY: EQUAL OPPORTUNITY, HARASSMENT AND NONDISCRIMINATION
Rose-Hulman affirms its commitment to promote the goals of fairness and equity in all aspects of the educational enterprise. All
policies below are subject to resolution using the Rose-Hulman Complaint Resolution Procedure for Civil Rights Equity posted at:
https://www.rose-hulman.edu/media/1464715/title-ix-procedure.pdf. The equity complaint process is applicable regardless of the
status of the parties involved, who may be members or non-members of the campus community, students, student organizations,
faculty, administrators and/or staff. Rose-Hulman reserves the right to act on incidents occurring on-campus or off-campus, when the
off-campus conduct could have an on-campus impact or impact on the educational mission of Rose-Hulman.
Erik Hayes, Associate Dean of Student Affairs, and Kimberly Miller, Director of Human Resources serve as the Title IX
Coordinator(s) for Rose-Hulman. They oversee implementation of Rose-Hulman Equity and Equal Opportunity program, disability
compliance and the Rose-Hulman policy on equal opportunity, harassment and nondiscrimination. Reports of discrimination,
harassment and/or retaliation should be made to the Title IX Coordinator(s) or Assistant Coordinator(s) promptly, but there is no time
limitation on the filing of complaints, as long as the responding party remains subject to Rose-Hulman jurisdiction. All reports are
acted upon promptly while every effort is made by the Institute to preserve the privacy of reports. Anonymous reports may also be
filed using the reporting form posted at http://www.rose-hulman.edu/media/1464707/incident-report-form.pdf. Reporting is addressed
more specifically in Section 7. Reports of discrimination by the Title IX Coordinator(s) should be reported to the Institute President,
James Conwell (office - Hadley Hall 200, email - conwell@rose-hulman.edu, phone - 812-877- 8009).
This policy applies to all discriminatory behaviors that take place on the campus, at Institute-sponsored events and may also apply offcampus and to actions online when the Title IX Coordinator(s) determines that the off-campus conduct affects a substantial RoseHulman interest. A substantial Rose-Hulman interest is defined to include:
a)
Any action that constitutes criminal offense as defined by federal or Indiana law. This includes, but is not limited to,
single or repeat violations of any local, state or federal law committed in the municipality where Rose-Hulman is
located;
b) Any situation where it appears that the responding party may present a danger or threat to the health or safety of self or
others;
c)
Any situation that significantly impinges upon the rights, property or achievements of self or others or significantly
breaches the peace and/or causes social disorder; and/or
d) Any situation that is detrimental to the educational interests of Rose-Hulman.
Inquiries about this policy and procedure may be made internally to:
Erik Hayes
Associate Dean of Student Affairs
Title IX Coordinator
Office of Student Affairs
Hulman Memorial Union 153
(812) 877-8230
hayesez@rose-hulman.edu
Kimberly Miller
Director of Human Resources
Title IX Coordinator
Office of Human Resources
Moench Hall A113A
(812) 877-8176
millerk@rose-hulman.edu
Kristen Loyd
Assistant Dean of Student Services
Assistant Title IX Coordinator
Office of Student Affairs
Hulman Memorial Union 243
(812) 877-8484
loyd1@rose-hulman.edu
Kimberly Campbell
Associate Director of Human Resources
Assistant Title IX Coordinator
Office of Human Resources
Moench Hall A113B
(812) 877-8245
campbel5@rose-hulman.edu
Inquiries may be made externally to:
Office for Civil Rights (OCR)
U.S. Department of Education
400 Maryland Avenue, SW
Washington, DC 20202-1100
Customer Service Hotline #: (800) 421-3481
Facsimile: (202) 453-6012
TDD#: (877) 521-2172
Email: OCR@ed.gov
Web: http://www.ed.gov/ocr
Equal Employment Opportunity Commission (EEOC)
Contact: http://www.eeoc.gov/contact/
1. Rose-Hulman Policy on Nondiscrimination
Rose-Hulman adheres to all federal and state civil rights laws banning discrimination in private institutions of higher education. RoseHulman will not discriminate against any employee, applicant for employment, student or applicant for admission on the basis of race,
religion, sex, pregnancy, ethnicity, national origin (including ancestry), citizenship status, physical or mental disability, age, sexual
orientation, gender, gender identity or expression, veteran or military status (including special disabled veteran, Vietnam-era veteran,
or recently separated veteran), predisposing genetic characteristics, or any other protected category under applicable local, state or
federal law, including protections for those opposing discrimination or participating in any complaint process on campus or within the
Equal Employment Opportunity Commission or other human rights agencies.
This policy covers nondiscrimination in employment and in access to educational opportunities. Therefore, any member of the
campus community, guest or visitor who acts to deny, deprive or limit the educational, employment, residential and/or social access,
benefits and/or opportunities of any member of the campus community on the basis of their actual or perceived membership in the
protected classes listed above is in violation of Rose-Hulman policy on nondiscrimination. When brought to the attention of RoseHulman, any such discrimination will be appropriately remedied by Rose-Hulman according to the procedures below.
2. Rose-Hulman Policy on Accommodation of Disabilities
Pursuant to the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA), RoseHulman Institute of Technology does not discriminate against employees with disabilities and, when needed, the Institution will
provide reasonable accommodations to employees so that they may perform the essential job duties of their position. Furthermore, it is
the policy of Rose-Hulman to comply with all federal, state and local laws concerning the employment of persons with disabilities and
act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). It is our policy
not to discriminate against employees with disabilities in regard to application procedures, hiring, advancement, discharge,
compensation, training or other terms, conditions and privileges of employment.
Rose-Hulman will reasonably accommodate employees with a disability so that they can perform the essential functions of their job
unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable
accommodation and/or if the accommodation creates an undue hardship to Rose-Hulman. Reasonable accommodation includes any
changes to the work environment and may include making existing facilities readily accessible to and usable by employees with
disabilities, job restructuring, modified work schedules, acquisition or modification of equipment or devices, appropriate adjustment
or modifications of training materials, and providing qualified readers or interpreters. An employee with a disability is responsible for
requesting an accommodation in writing to the Director of Human Resources and provides appropriate documentation. The Director
of Human Resources will work with the employee’s supervisor and the Director of Disability Services or other appropriate individuals
to identify which essential functions of the position are affected by the employee’s disability and what reasonable accommodations
could enable the employee to perform their job duties.
a. Students with Disabilities
Rose-Hulman is committed to providing qualified students with disabilities with reasonable accommodations and support needed to
ensure equal access to the academic programs and activities of Rose-Hulman.
All accommodations are made on a case-by-case basis. A student requesting any accommodation should first contact the Director of
Disability Services who coordinates services for students with disabilities. The director reviews documentation provided by the
student and, in consultation with the student, determines which accommodations are appropriate to the student’s particular needs and
academic programs.
b. Employees with Disabilities
Pursuant to the ADA, Rose-Hulman will provide reasonable accommodation(s) to all qualified employees with known disabilities,
where their disability affects the performance of their essential job functions, except where doing so would be unduly disruptive or
would result in undue hardship.
An employee with a disability is responsible for requesting an accommodation in writing to Director of Disability Services and
provide appropriate documentation. The Director of Disability Services will work with the employee’s supervisor to identify which
essential functions of the position are affected by the employee’s disability and what reasonable accommodations could enable the
employee to perform those duties.
3. Rose-Hulman Policy on Discriminatory Harassment
Students, staff, administrators, and faculty are entitled to a working environment and educational environment free of discriminatory
harassment. Rose-Hulman harassment policy is not meant to inhibit or prohibit educational content or discussions inside or outside of
the classroom that include germane, but controversial or sensitive subject matters protected by academic freedom. The sections below
describe the specific forms of legally prohibited harassment that are also prohibited under Rose-Hulman policy.
a. Discriminatory and Bias-Related Harassment
Harassment constitutes a form of discrimination that is prohibited by law. The Institute will remedy all forms of harassment when
reported, whether or not the harassment rises to the level of creating a hostile environment. When harassment rises to the level of
creating a hostile environment, the Institute may also impose sanctions on the harasser. The Institute’s harassment policy explicitly
prohibits any form of harassment, defined as unwelcome conduct on the basis of actual or perceived membership in a protected class,
by any member or group of the community.
A hostile environment may be created by oral, written, graphic, or physical conduct that is sufficiently severe, persistent/pervasive and
objectively offensive that it interferes with, limits or denies the ability of an individual to participate in or benefit from educational
programs or activities or employment access, benefits or opportunities. 1
Offensive conduct and/or harassment that does not rise to the level of discrimination or that is of a generic nature not on the basis of a
protected status may not result in the imposition of discipline under Institute policy, but will be addressed through civil confrontation,
remedial actions, education and/or effective conflict resolution mechanisms. For assistance with conflict resolution techniques,
employees should contact the Director of Human Resources and students should contact the Dean of Student Affairs.
The Institute condemns and will not tolerate discriminatory harassment against any employee, student, visitor or guest on the basis of
any status protected by Institute policy or law.
b. Sexual Harassment
Both the Equal Employment Opportunity Commission and the State of Indiana regard sexual harassment as a form of sex/gender
discrimination and, therefore, as an unlawful discriminatory practice. The Institute has adopted the following definition of sexual
harassment, in order to address the special environment of an academic community, which consists not only of employer and
employees, but of students as well. 2
Sexual harassment is:
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1
This definition of hostile environment is based on Federal Register / Vol. 59, No. 47 / Thursday, March 10, 1994: Department Of Education Office For Civil Rights,
Racial Incidents And Harassment Against Students At Educational Institutions Investigative Guidance. The document is available at
http://www.ed.gov/about/offices/list/ocr/docs/race394.html.
2
Also of relevance is the Office of Civil Rights 2001 statement on sexual harassment, “Revised Sexual Harassment Guidance: Harassment Of Students By School
Employees, Other Students, Or Third Parties, Title IX,” which can be found at http://www2.ed.gov/legislation/FedRegister/other/2001-1/011901b.html, as well as the
April, 2011 Dear Colleague Letter on Campus Sexual Violence, which can be found at:
http://www.whitehouse.gov/sites/default/files/dear_colleague_sexual_violence.pdf

unwelcome, sexual or gender-based verbal, written, online and/or physical conduct.3
Anyone experiencing sexual harassment in any Institute program is encouraged to report it immediately to the Institute’s Title IX
Coordinator(s).
Sexual harassment creates a hostile environment, and may be disciplined when it is:

sufficiently severe, persistent/pervasive and objectively offensive that it,
o has the effect of unreasonably interfering with, denying or limiting employment opportunities or the ability to
participate in or benefit from the Institute’s educational, social and/or residential program, and is
o based on power differentials (quid pro quo), the creation of a hostile environment or retaliation.
POLICY EXPECTATIONS WITH RESPECT TO CONSENSUAL RELATIONSHIPS4
There are inherent risks in any romantic or sexual relationship between individuals in unequal positions (such as faculty and student,
supervisor and employee). These relationships may be less consensual than perceived by the individual whose position confers power.
The relationship also may be viewed in different ways by each of the parties, particularly in retrospect. Furthermore, circumstances
may change, and conduct that was previously welcome may become unwelcome. Even when both parties have consented at the outset
to a romantic or sexual involvement, this past consent may not remove grounds for a later charge of a violation of applicable sections
of this policy. Rose-Hulman does not wish to interfere with private choices regarding personal relationships when these relationships
do not interfere with the goals and policies of Rose-Hulman. For the personal protection of members of this community, relationships
in which power differentials are inherent (faculty-student, staff-student, administrator-student) are generally discouraged.
Consensual romantic or sexual relationships in which one party maintains a direct supervisory or evaluative role over the other party
are unethical. Therefore, persons with direct supervisory or evaluative responsibilities who are involved in such relationships must
bring those relationships to the timely attention of their supervisor, and will likely result in the necessity to remove the employee from
the supervisory or evaluative responsibilities, or shift a party out of being supervised or evaluated by someone with whom they have
established a consensual relationship. This includes Resident Assistants and students over whom they have direct responsibility. While
no relationships are prohibited by this policy, failure to self-report such relationships to a supervisor as required may result in
disciplinary action for an employee.
c. Sexual Misconduct
Rose-Hulman is committed to providing support services to victims of discrimination, harassment, sexual assault, and retaliation.
Individuals victimized by sexual assault generally experience profound emotional trauma which severely impacts their daily
functioning. Common responses include feelings of shock and disbelief, intense fears about personal safety, preoccupation with
recurrent and intensive thought about the assault, sleep disturbances, anxiety, impaired concentration, mood swings, depression,
feelings of anger, shame, and self-blame. These reactions are called "post-traumatic stress" or "rape trauma syndrome".
State law defines various violent and/or non-consensual sexual acts as crimes. Additionally, Rose-Hulman has defined categories of
sexual misconduct, as stated below, for which action under this policy may be imposed. Generally speaking, Rose-Hulman considers
Non-Consensual Sexual Intercourse violations to be the most serious, and therefore typically imposes the most severe sanctions,
including suspension or expulsion for students and termination for employees. However, Rose-Hulman reserves the right to impose
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3
Some examples of possible Sexual Harassment include:
 A student repeatedly sends sexually oriented jokes around on an email list s/he created, even when asked to stop, causing one recipient to avoid the sender on
campus and in the residence hall in which they both live.
 Explicit sexual pictures are displayed in a professor’s office or on the exterior of a residence hall door
 A professor engages students in her class in discussions about their past sexual experiences, yet the conversation is not in any way germane to the subject matter of
the class. She probes for explicit details, and demands that students answer her, though they are clearly uncomfortable and hesitant.
 An ex-girlfriend widely spreads false stories about her sex life with her former boyfriend to the clear discomfort of the boyfriend, turning him into a social pariah on
campus
 Male students take to calling a particular brunette student “Monica” because of her resemblance to Monica Lewinsky. Soon, everyone adopts this nickname for her,
and she is the target of relentless remarks about cigars, the president, “sexual relations” and Weight Watchers.
This section is offered as an optional inclusion, as some campuses prefer to include this policy elsewhere, such as a faculty handbook or employee manual. We
include it here to inform students, not just employees, of our expectations.
4
any level of sanction, ranging from a reprimand up to and including suspension or expulsion/termination, for any act of sexual
misconduct or other gender-based offenses, including intimate partner or relationship (dating and/or domestic) violence, nonconsensual sexual contact and stalking based on the facts and circumstances of the particular complaint. Acts of sexual misconduct
may be committed by any person upon any other person, regardless of the sex, gender, sexual orientation and/or gender identity of
those involved. Violations include:
i.
Sexual Harassment (as defined in section b above)
ii.
Non-Consensual Sexual Intercourse
Defined as:
 any sexual penetration or intercourse (anal, oral or vaginal)
 however slight
 with any object
 by a person upon another person
 that is without consent and/or by force
Sexual penetration includes vaginal or anal penetration by a penis, tongue, finger or object, or oral copulation by mouth to
genital contact or genital to mouth contact.
iii.
Non-Consensual Sexual Contact5
Defined as:
 any intentional sexual touching
 however slight
 with any object
 by a person upon another person
 that is without consent and/or by force
Sexual touching includes any bodily contact with the breasts, groin, genitals, mouth or other bodily orifice of another
individual, or any other bodily contact in a sexual manner.
iv.
Sexual Exploitation
Sexual Exploitation refers to a situation in which a person takes non-consensual or abusive sexual advantage of another, and
situations in which the conduct does not fall within the definitions of Sexual Harassment, Non-Consensual Sexual Intercourse
or Non-Consensual Sexual Contact. Examples of sexual exploitation include, but are not limited to:
 Sexual voyeurism (such as watching a person undressing, using the bathroom or engaged in sexual acts without the
consent of the person observed)
 Taking pictures or video or audio recording another in a sexual act, or in any other private activity without the consent of
all involved in the activity, or exceeding the boundaries of consent (such as allowing another person to hide in a closet
and observe sexual activity, or disseminating sexual pictures without the photographed person’s consent)
 Prostitution
 Sexual exploitation also includes engaging in sexual activity with another person while knowingly infected with human
immunodeficiency virus (HIV) or other sexually transmitted disease (STD) and without informing the other person of the
infection, and further includes administering alcohol or drugs (such as “date rape” drugs) to another person without his
or her knowledge or consent
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5
The state definition of sexual battery states that the crime is committed when: “A person who, with intent to arouse or satisfy the person's own sexual desires or the
sexual desires of another person: (1) touches another person when that person is: (A) compelled to submit to the touching by force or the imminent threat of force; or
(B) so mentally disabled or deficient that consent to the touching cannot be given; or (2) touches another person's genitals, pubic area, buttocks, or female breast when
that person is unaware that the touching is occurring.” The level of the felony is increased if “(1) it is committed by using or threatening the use of deadly force; (2) it is
committed while armed with a deadly weapon; or (3) the commission of the offense is facilitated by furnishing the victim, without the victim’s knowledge, with a drug
or controlled substance or knowing that the victim was furnished with the drug or controlled substance without the victim’s knowledge.” This definition is applicable to
criminal prosecutions for sexual battery in Indiana, but may differ from the definition used on campus to address policy violations.
v.
Consent
Consent is knowing, voluntary and clear permission by word or action, to engage in mutually agreed upon sexual activity.
Since individuals may experience the same interaction in different ways, it is the responsibility of each party to make certain
that the other has consented before engaging in the activity. For consent to be valid, there must be a clear expression in words
or actions that the other individual consented to that specific sexual conduct.
A person cannot consent if he or she is unable to understand what is happening or is disoriented, helpless, asleep or
unconscious for any reason, including due to alcohol or other drugs. An individual who engages in sexual activity when the
individual knows, or should know, that the other person is physically or mentally incapacitated has violated this policy.
It is not an excuse that the individual responding party of sexual misconduct was intoxicated and, therefore, did not realize
the incapacity of the other.
Incapacitation is defined as a state where someone cannot make rational, reasonable decisions because they lack the capacity
to give knowing consent (e.g., to understand the “who, what, when, where, why or how” of their sexual interaction). This
policy also covers a person whose incapacity results from mental disability, involuntary physical restraint and/or from the
taking of incapacitating drugs.
Consent to some sexual contact (such as kissing or fondling) cannot be presumed to be consent for other sexual activity (such
as intercourse). A current or previous dating relationship is not sufficient to constitute consent. The existence of consent is
based on the totality of the circumstances, including the context in which the alleged incident occurred and any similar
previous patterns that may be evidenced. Silence or the absence of resistance alone is not consent. A person can withdraw
consent at any time during sexual activity by expressing in words or actions that he or she no longer wants the act to
continue, and, if that happens, the other person must stop immediately.
In Indiana, a minor (meaning a person under the age of 16 years) cannot consent to sexual activity. This means that sexual
contact by an adult with a person younger than 16 years old may be a crime, as well as a violation of this policy, even if the
minor wanted to engage in the act.
4. Other Civil Rights Offenses, When the Act is Based Upon the Status of a Protected Class






Threatening or causing physical harm, extreme verbal abuse or other conduct which threatens or endangers the health or safety of
any person on the basis of their actual or perceived membership in a protected class
Discrimination, defined as actions that deprive other members of the community of educational or employment access, benefits or
opportunities on the basis of their actual or perceived membership in a protected class. Discrimination can also involve treating an
individual less favorably because of his or her connection with an organization or group that is generally associated with people
of a certain protected class.
Intimidation, defined as implied threats or acts that cause an unreasonable fear of harm in another on the basis of actual or
perceived membership in a protected class
Hazing, defined as acts likely to cause physical or psychological harm or social ostracism to any person within Rose-Hulman
community, when related to the admission, initiation, pledging, joining, or any other group-affiliation activity (as defined further
in the hazing policy) on the basis of actual or perceived membership in a protected class; hazing is also illegal under Indiana law
and prohibited by Rose-Hulman policy
Bullying, defined as repeated and/or severe aggressive behavior likely to intimidate or intentionally hurt, control or diminish
another person, physically or mentally on the basis of actual or perceived membership in a protected class
Violence between those in an intimate relationship to each other on the basis of actual or perceived membership in a protected
class (this includes romantic relationships, dating, domestic6 and/or relationship violence)7
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6
The state definition of domestic violence is conduct that is a sex crime under IC 35-42 or a threat to commit a sex crime “by a person against a person who: (1) is or
was the spouse of; (2) is or was living as if a spouse of; (3) has a child in common with; (4) is a minor subject to the control of; or (5) is an incapacitated individual
under the guardianship or otherwise subject to the control of; the other person regardless of whether the act or threat has been reported to a law enforcement agency or
results in a criminal prosecution.” This definition is applicable to criminal prosecutions for domestic violence in Indiana, but may differ from the definition used on
campus to address policy violations.
7
Examples:

Employee A has been in an intimate relationship with Employee B for over a year; Employee A punches Employee B in the face during an argument (Dating
Violence).


Stalking8, defined as a course of conduct directed at a specific person on the basis of actual or perceived membership in a
protected class that is unwelcome and would cause a reasonable person to feel fear 9
When a violation of any other Rose-Hulman rule is motivated by the actual or perceived membership of the victim on the basis of
sex or gender or in a protected class, it may be pursued using this policy and process.
Sanctions for the above-listed “Other Civil Rights Behaviors” behaviors range from reprimand up through and including expulsion
(students) or termination of employment.
5. Retaliation
Retaliation is defined as any adverse action taken against a person participating in a protected activity because of their participation in
that protected activity. Retaliation against an individual for alleging harassment, supporting a party bringing a complaint or for
assisting in providing information relevant to a claim of harassment is a serious violation of Rose-Hulman policy and will be treated as
another possible instance of harassment or discrimination. Acts of alleged retaliation should be reported immediately to the Title IX
Coordinator(s) or to a member of the Equity Resolution Panel and will be promptly investigated. Rose-Hulman is prepared to take
appropriate steps to protect individuals who fear that they may be subjected to retaliation.
6. Remedial Action
Rose-Hulman will implement initial remedial and responsive and/or protective actions upon notice of alleged harassment, retaliation
and/or discrimination. Such actions could include but are not limited to: no contact orders, providing counseling and/or medical
services, academic support, living arrangement adjustments, providing a campus escort, academic or work schedule and assignment
accommodations, safety planning, referral to campus and community support resources.
Rose-Hulman will take additional prompt remedial and/or disciplinary action with respect to any member of the community, guest or
visitor who has been found to engage in harassing or discriminatory behavior or retaliation. Procedures for handling reported
incidents are fully described below. Deliberately false and/or malicious accusations of harassment, as opposed to complaints which,
even if erroneous, are made in good faith, are just as serious an offense as harassment and will be subject to appropriate disciplinary
action.
7. Confidentiality and Reporting of Offenses Under This Policy
Rose-Hulman officials, depending on their roles at Rose-Hulman, have varying reporting responsibilities and abilities to maintain
confidentiality. In order to make informed choices, one should be aware of confidentiality and mandatory reporting requirements
when consulting campus resources. On campus, some resources may maintain confidentiality, offering options and advice without any
obligation to inform an outside agency or individual unless you have requested information to be shared. Other resources exist for you
to report crimes and policy violations and these resources will take action when you report victimization to them. Most resources on
campus fall in the middle of these two extremes; neither Rose-Hulman, nor the law, requires them to divulge private information that
is shared with them, except in rare circumstances. The following describes the three reporting options at Rose-Hulman:
a. Confidential Reporting
If a reporting party would like the details of an incident to be kept confidential, the reporting party may speak with on-campus
counselors, campus health service providers, Equity Resolution Panel advocates, off-campus local rape crisis counselors, domestic
violence resources, local or state assistance agencies, or on or off-campus members of the clergy/chaplains who will maintain
confidentiality except in extreme cases of immediacy of threat or danger or abuse of a minor. Campus counselors are available to help
students free of charge and can be seen on an emergency basis during normal business hours and will submit anonymous statistical
information for Clery Act purposes unless they believe it would be harmful to the student. Additionally safe and anonymous reports,

Student A has been in an intimate relationship with Student B for over a year; Students A & B live together. During an argument, Student A shoves Student B to
the ground (Domestic Violence).
8
The state definition of stalking is “a knowing or an intentional course of conduct involving repeated or continuing harassment of another person that would cause a
reasonable person to feel terrorized, frightened, intimidated, or threatened and that actually causes the victim to feel terrorized, frightened, intimidated, or threatened,”
which is applicable to criminal prosecutions for stalking in Indiana, but may differ from the definition used on campus to address policy violations.
9
Examples

Employee A recently ended an intimate relationship with Employee B. For the past three weeks, B has been sending A 100 text messages per day and waits by
A’s car at the end of each day to beg and plead with her to take him back. When she refuses, he loses control, makes threatening gestures, and tells her she will
regret this. Employee A indicates she is fearful of what B might do to her (Stalking).
which do not trigger investigations, can be made by victims and/or third parties using the reporting form posted at http://www.rosehulman.edu/media/1464707/incident-report-form.pdf.
b. Private Reporting
Those seeking to report misconduct may seek advice from certain resources who are not required to initially tell anyone else your
private, personally identifiable information unless there is a pattern of abuse, cause for fear for your safety or the safety of others.
These resources include employees without supervisory responsibility or remedial authority to address discrimination, harassment,
retaliation and/or sexual misconduct, such as resident assistants (RAs), non-supervisory faculty members, advisors to student
organizations, career services staff, admissions staff, student activities personnel, athletic trainers, and many others. If a reporting
party is unsure of someone’s duties and ability to maintain privacy, ask them before talking to them. They will be able to explain and
help a reporting party to make decisions about who is in the best position to help. All these resources, such as RAs, are instructed to
share incident reports with their supervisors, but they do not share any personally identifiable information about the report unless the
reporting party gives permission, except in the rare event that the incident reveals a need to protect the reporting party and/or other
members of the community. If personally identifiable information is shared, it will be shared with as few people as possible and all
efforts will be made to protect privacy to the greatest possible extent.
c. Formal Reporting Options
Party bringing a complaint is encouraged to speak to Rose-Hulman officials, such as the Title IX Coordinator(s), ERP members, Dean
of Students, Dean of Student Affairs, or Public Safety Officers to make formal reports of incidents of sexual misconduct. Party
bringing a complaint have the right, and can expect, to have complaints taken seriously by Rose-Hulman when formally reported, and
to have those incidents investigated and properly resolved through these procedures. Formal reporting still affords privacy to the
reporter, and only a small group of officials who need to know will be told. Information will be shared as necessary with investigators,
witnesses and the responding party. The circle of people with this knowledge will be kept as tight as possible to preserve a party
bringing a complaint’s rights and privacy.
8. Federal Timely Warning Obligations
Victims of sexual misconduct should be aware that Rose-Hulman administrators must issue timely warnings for incidents reported to
them that pose a substantial threat of bodily harm or danger to members of the campus community. Rose-Hulman will make every
effort to ensure that a victim’s name and other identifying information is not disclosed, while still providing enough information for
community members to make safety decisions in light of the potential danger.
This policy was implemented in July, 2014.